1 / 24

Are We Eating Our Young?

Explore the phenomenon of horizontal violence among interpreters, its causes, effects, and strategies for prevention. Learn to recognize and combat this destructive behavior in the interpreting field.

rafael-fisher
Download Presentation

Are We Eating Our Young?

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Are We Eating Our Young? Horizontal Violence and Interpreters

  2. Who I am and where this came from

  3. What do you already know about horizontal violence?

  4. Objectives for today • Know what horizontal violence is and why it happens. • Be able to recognize horizontal violence in interpreting. • Know some strategies for how to reduce horizontal violence in our field.

  5. Evolution of the research question • Why do we eat our young? • Wait, DO we eat our young? • A. Is there evidence of intergenerational communication conflict in among interpreters in Ohio? • B. If so, what is the nature of it?

  6. Methodology • Preliminary survey to address first question • Analyzed quantitatively and qualitatively • Interviews • Analyzed qualitatively; main focus

  7. I found conflict first, then literature.

  8. What the literature says about horizontal violence • Terminology • Commonalities among different terms • Specific behaviors • Effects on victims • Importance

  9. The cause?

  10. Causes of horizontal violence • Oppression • Mainly-female fields • Fields whose values are subjugated • Witnessing oppression frequently

  11. Causes of horizontal violence • Subjugated professional status • Helping fields • Limited professional identity

  12. Causes of horizontal violence • Constrained decision latitude • Powerlessness • Nursing’s JDR framework and interpreting’s DCS framework

  13. Causes of horizontal violence • Professional hierarchies • “Hostility is the natural outcome of working in a hierarchical system where there is little control and scarce resources” (Bartholomew 2006, p.70).

  14. Causes of horizontal violence • Role stress • Rigid expectations of role • Expectation of femininity • Ideal of invisibility

  15. Factors that make it worse • The stress of HV depletes resources needed to deal with it • Transition shock new professionals experience

  16. Factors that keep it going • It’s a culture • We love the status quo • Induction of new members • Hostility toward change • Dues-paying

  17. Factors that keep it going • The role of new professionals • Denial • Intermittent reinforcement • Unwillingness to be observed • Experiences in schools and training programs

  18. What I found in the survey • Both groups were more comfortable with their own group • Comments that indicated it was more than generational

  19. Examples of HV in the interviews • Horizontal violence happened to all 4 interviewees • Defensiveness • Common knowledge of “those kind of stories” • Mention of “gatekeepers” • Hesitancy to be labeled “new” • Note about methodology- “new” and “experienced” for this study

  20. The next finding was startling.

  21. Examples of HV in the interviews • All 4 interviewees had participated in HV • Important note: This is not something they were aware of, nor are they bad people. It would be wrong to otherize them. • Negative comments about other interpreters • Denial of the problem • Language about training programs • Overconfidence and dues-paying

  22. What can help • Critical/feminist pedagogy • Assertiveness • Recognizing and naming the phenomenon • JDR, DC-S • Psychological capital • Supervision and mentorship

  23. Discussion • What about the unique realities of interpreting? • We almost always work between people • We have unusual power dynamics with our consumers • We work with oppression regularly

  24. For more information or discussion: • http://digitalcommons.wou.edu/theses/1/ • Emilyki.ott@gmail.com

More Related